July 2018

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Holding On to Your
Dream Team

 
Originally Published for Today's Veterinary Business, March 2018

At your practice, let's say you have the veterinary nurse of your dreams. Not only is she wonderful with the animals brought to the practice, she is compassionate with their owners. She communicates clearly with your clients; is highly experienced in necessary skills; is always on time; is willing to do her share and more; and avoids gossip, among numerous other positive traits. She is, without a doubt, a star-level veterinary nurse, one you're extremely lucky to have on your team.
The problem? She is already receiving the maximum pay allowable in her range, according to your practice standards - and a nearby corporate practice is known for wooing away top talent. 

You may not have this exact same situation at your practice, but if you face a similar challenge, what can you do? 

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Human Resource Concierge Service
   
Our concierge service allows you to have HR Services on an as-needed basis.  This flexibility enables you to grow and add our Professional Services when they make the most sense.  This cost effective model allows you to avoid taking on full-time commitments the Practice may not yet be ready for.  
 
Service will include:
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  • VBA's monthly newsletter
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In This Issue
Working For A Younger Boss?



When you're new to the workforce, supervisors are typically older than you are, and that just feels like the way the world works. As time passes, though, you may find yourself in a situation where you are older than your boss. In fact, a Harris Interactive survey conducted on behalf of CareerBuilder found that almost four in every ten employees in the United States are now working for a younger boss. And, as increasing numbers of people from the Baby Boomer generation decide it's time to retire, that dynamic is going to become even more typical.

Read on to learn what you can do if you find yourself in that situation and you're feeling a little uncomfortable. 
 
HR Corner

Question:
My practice manager wants to telecommute while she recovers from knee surgery.  Am I required to say yes?
 

As with most human resource questions, the answer is: it depends. It depends upon how you have handled such requests in the past. If you have allowed telecommuting, then you'll want to investigate whether it makes sense for an employee who is returning to work after illness or surgery to telecommute while recuperating.
 
When considering telecommuting make sure that the employee has been medically released to return to work and check to see what physical limitations exist, if any. You may want to tell your employee that a doctor must certify that he or she is able to work "in accordance with your normal fitness-for-duty policies."
 
Consider the Family and Medical Leave Act (FMLA) impact. If the employee is on FMLA leave, remote work can extend the amount of available FMLA time for him or her.

Another consideration:  your practice's short-term disability plan. Are partial benefits available?
 
Another factor to keep in mind is the Fair Labor Standards Act (FLSA) which would affect how you would pay an employee who worked only a partial day. Non-exempt employees are paid for hours worked, but exempt employees must receive a salary that is not based on work quantity or quality. Review Department of Labor requirements before making any decisions, and then determine what is best for each employee's situation.


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